The Magic Number for Hiring: Why Six Team Members Make the Best Hiring Decisions

In the realm of recruitment, finding the right candidate isn’t just about qualifications on paper. It’s about understanding the nuances, assessing cultural fit, and envisioning how an individual could contribute to your organization’s success. So, how many minds should you gather to make this crucial decision? According to a Bain and Company report, the sweet spot is six team members. And guess what? We wholeheartedly agree.

The Six-Member Goldilocks Zone

Imagine you’re trying to complete a jigsaw puzzle. Having too few pieces will leave gaps, and having too many might create chaos. The same principle applies to your hiring team. If you’re short on members, you risk missing out on crucial aspects of a candidate’s potential. However, if you overcrowd the decision-making table, you’ll end up with a cacophony of opinions, some of which might not even align with the bigger picture.

Remember the timeless adage: “A camel is a horse designed by a committee.” While humorous, it underscores the potential pitfalls of overcomplicating matters by involving too many voices.

Striking a Balance with Three Interviewing Rounds

Once you’ve gathered your optimal six-member team, the next challenge is structuring the interview process. Experience has shown us that three rounds of interviews strike the right balance. Here’s the breakdown:

  1. Senior Leaders’ Assessment: Kick off with a couple of senior team members. Their seasoned insights can quickly weed out candidates who might not align with the organization’s high-level goals.
  2. Specialists’ Scrutiny: In the second round, bring in three specialists from relevant departments. Their focused questions can unveil specific skills, ensuring the candidate is not just a good fit overall but also has the required expertise.
  3. Final Evaluation (with You): The third round should include you, the hiring manager. Revisiting the final candidates allows you to form your own impressions. This step is crucial; you might have participated in the first round but gaining a fresh perspective at this stage can be invaluable.

Harnessing Feedback for Ongoing Learning

The hiring process is a learning opportunity. To make the most of it, ensure that you collect meaningful feedback from all team members. Encourage them to provide insights that go beyond a simple “yes” or “no.” Constructive criticism and specific observations offer rich insights into the candidate’s potential fit within the team and organization.

This feedback isn’t just for the present—it’s a goldmine of information for the future. If the new hire flourishes, you can revisit the feedback to understand what contributed to their success. Conversely, if the outcome isn’t as desired, you have a chance to delve into what went wrong and refine your approach.


In the intricate process of hiring, balance is key. The Bain and Company report’s endorsement of a six-member team echoes our sentiment: quality over quantity. Six perspectives provide a comprehensive view, while maintaining a manageable decision-making environment. And as you navigate the interview process with three well-structured rounds, remember that feedback is your compass for continuous improvement.

So, embrace the power of six and the wisdom of a three-round approach. The right candidate might just be the piece that completes your organizational puzzle.

Let us know your thoughts in the comments!